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    Performance Appraisal Final

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    sujayjadhav
    Performance appraisal refers to procedures used to evaluate an employee's personality, performance, and potential. The objectives of performance appraisals include effecting promotions based on competence, assessing training needs, improving communication between supervisors and subordinates, and determining the effectiveness of HR programs. Performance is appraised through methods such as rating scales, observations, and management by objectives. Raters include immediate supervisors, subordinates, peers, and customers. Criteria that should be rated include quality, quantity, cost-effectiveness, and need for supervision. Problems with performance appraisals include errors in rating, incompetence of raters, and resistance from employees. The appraisal interview provides feedback to help employees improve and develop goals.

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    Performance Appraisal Final

    Uploaded by

    sujayjadhav
    149 views11 pages
    Performance appraisal refers to procedures used to evaluate an employee's personality, performance, and potential. The objectives of performance appraisals include effecting promotions based on competence, assessing training needs, improving communication between supervisors and subordinates, and determining the effectiveness of HR programs. Performance is appraised through methods such as rating scales, observations, and management by objectives. Raters include immediate supervisors, subordinates, peers, and customers. Criteria that should be rated include quality, quantity, cost-effectiveness, and need for supervision. Problems with performance appraisals include errors in rating, incompetence of raters, and resistance from employees. The appraisal interview provides feedback to help employees improve and develop goals.

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    Performance appraisal refers to procedures used to evaluate an employee's personality, performance, and potential. The objectives of performance appraisals include effecting promotions based on competence, assessing training needs, improving communication between supervisors and subordinates, and determining the effectiveness of HR programs. Performance is appraised through methods such as rating scales, observations, and management by objectives. Raters include immediate supervisors, subordinates, peers, and customers. Criteria that should be rated include quality, quantity, cost-effectiveness, and need for supervision. Problems with performance appraisals include errors in rating, incompetence of raters, and resistance from employees. The appraisal interview provides feedback to help employees improve and develop goals.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    149 views11 pages

    Performance Appraisal Final

    Uploaded by

    sujayjadhav
    Performance appraisal refers to procedures used to evaluate an employee's personality, performance, and potential. The objectives of performance appraisals include effecting promotions based on competence, assessing training needs, improving communication between supervisors and subordinates, and determining the effectiveness of HR programs. Performance is appraised through methods such as rating scales, observations, and management by objectives. Raters include immediate supervisors, subordinates, peers, and customers. Criteria that should be rated include quality, quantity, cost-effectiveness, and need for supervision. Problems with performance appraisals include errors in rating, incompetence of raters, and resistance from employees. The appraisal interview provides feedback to help employees improve and develop goals.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 11

    Performance Appraisal

    Performance Appraisal (PA) refers to all those


    procedures that are used to evaluate the


    • personality

    • performance

    • potential of its group members


    •
    Objectives of Performance
    Appraisal
     Data relating to performance assessment of employees are recorded, stored, and
    used for several purposes. The main purposes of employee assessment are:

     1. To effect promotions based on competence and performance


     2. To confirm the services of probationary employees upon their completing the


    probationary period satisfactorily.

     3. To assess the training and development needs of employees.


     4. To decide upon a pay raise where (as in the unorganized sector) regular pay scales
    have not been fixed.

     5. To let the employees know where they stand insofar as their performance is
    concerned and to assist them with constructive criticism and guidance for the
    purpose of their development.

     6. To improve communication. Performance appraisal provides a format for dialogue


    between the superior and the subordinate, and improves understanding of
    personal goals and concerns. This can also have the effect of increasing the trust
    between the rater and the rate.

     7. Finally, performance appraisal can be used to determine whether HR programmers


    such as selection, training, and transfers have been effective or not.
    Steps in performance
    appraisal
    Establishing job standards

    Designing an appraisal programme

    Appraise performance

    Performance interview

    Use appraisal data


    For appropriate purpose
    Methods of Appraisal
    Past-oriented Methods:
    • Rating scales
    •
    • Checklists
    •
    • Forced choice method
    •
    • Critical incident method
    •
    • Field review method
    •
    • Performance tests and observations
    •
    • Annual confidential reports
    •
    • Essay method

    • Cost accounting approach


    •
    • Comparative evaluation approach
    •
    Future Oriented tests:
    • Management by objective
    •
    • 360-Degree appraisal
    •
    • Psychological appraisals
    •
    • Assessment centers
    •
    Who are Raters?
    • Immediate Supervisor
    • Subordinates
    • Peers
    • Clients/Customers
    What should be rated?
     One of the steps in designing an appraisal programme is to
    determine the evaluation criteria .It is obvious that the
    criteria should be related to the job. The six criteria for
    assessing performance are:

    1. Quality
    2.
    4. Quantity
    5.
    7. Timeliness

    4. Cost of Effectiveness
    5.
    6. Need for supervision
    7.

     6. Interpersonal impact
    Problems in performance
    appraisal
    1.Errors In rating
    –Halo effects
    –Stereotyping
    –Central tendency
    –Constant error
    –Personal bias
    –Spill over effect
    Problems in performance
    appraisal (Cont’d)
    2.Incompetence
    3.Negative approach
    4.Multiple objectives
    5.Resistance
    6.Lack of knowledge
    Appraisal Interview and Feedback

    – To help employees do a better job by


    clarifying what is expected of them

    – To plan opportunities for development and


    growth

    – To strengthen the superior-subordinate


    working relationship by developing
    mutual agreement of goals

    – To provide an opportunity for employees to

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